The theory of Organizational Behavior

The theory of Organizational Behavior

The theory of Organizational Behavior
 The theory of Organizational Behavior

When we say organization behavior, people starts saying hard terminologies and complicated words. While as the organization behavior is the simplest form of all the internal behavior to the external one. To build a good reputation and position your brand in the market, it needs more than just the high quality service or product, it needs a high recommended company for it's healthy organization behavior.
What is Organization behavior?  

Simply it s the intersection between, leadership, team work and emotional intelligence, it is what creates the organization culture and reputation.  It is what we miss here in Egypt, people get consumed in the operations and target achievements and they forget the most important healthy work element, the behavior of individual, group which contributes in the whole organization behavior.  The three elements, team work, leadership and emotional intelligence complete the organizational structure from individual to group to organization. 

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If we took the well structured multinationals as example, they have their work ethics and they follow healthy organizational behavior, they work on the managerial level to lead the teams in an inspiring way, to coach them, train them, spreading the positive attitude, to have a healthy work environment and great team work spirit, which both depends on one element, the emotional intelligence, those companies even started recruiting based on EQ more than IQ for it's importance in the Organizational behavior and development.  
"At L’Oreal, sales agents selected on the basis of certain emotional competencies significantly outsold salespeople selected using the company’s old selection procedure. On an annual basis, salespeople selected on the basis of emotional competence sold $91,370 more than other salespeople did, for a net revenue increase of $2,558,360. Salespeople selected on the basis of emotional competence also had 63% less turnover during the first year than those selected in the typical way (Spencer & Spencer, 1993; Spencer, McClelland, & Kelner, 1997)."

Why do we need to work on Organization behavior?  
Due to the big number of start ups in Egypt, we are facing a high percentage of retention rate due to the lack of knowledge of Organization behavior and how to build healthy environment for the employees. Start ups is Egypt determine their milestones based on the ROI not on the basic aspects they should analyze, like the reputation of the work environment, capitalizing on the individual who is the most important pillar in any organization, in terms of operations, creativity, being a team player and then developing to be the the leader, to have the positive word of mouth about their management style and team work.  
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To build an internal strong brand, loyal employees who talks about the internal behavior in a way that makes people eager to work in the company, to gain the experience, as if they are applying to work in Vodafone or any multinational that youth dream about working for.  Creating a healthy organization behavior, eliminate the negative attitude in any company, with everyone aware of their roles, contribution and building a high capacity of team players, strong transparent leading managers give the highest chance to enhance the performance of the employees to deliver more effective and efficient output, to have their chance show their creativity and innovation, Which means Enhancing the whole organizations performance. 
                                                             Radwa Gharieb

People oriented HR person, from the digital and social media to Talent and OD Management has acquired diversified experience in Employer Branding, Talent Acquisition local and global, Training and Development, Talent Management and CSR. I have acquired 8 years of experience in International and Multinational organizations addition to 4 years volunteering experience with international NGOs and AIESEC. 
I am so passionate about people development and Employment, in which my job and experience satisfy my passion, my current job as Talent and OD Manager gave me the opportunity to do what I love the most which is giving back to the society, so I have decided to be a career coach as well to help people throughout their career choices and challenges.  My key passion driver is Community development volunteering work. That’s why I started my small NGO, EASE for Learning and Development in 2012. 
I have been delivering Training sessions and Workshops in Soft Skills, Recruitment, and Social Media marketing, since 2013.  My dream is to help the society and fill the unemployment gap, through preparing Strong Talents who are ready for the market needs.  I started to use my network to help companies with qualified CVS, those who attended my training sessions or volunteered in EASE, building up this network has enabled my Dream to have a good start.
Volunteering and Corporate expertise and skills:  
-Talent Acquisition and Headhunting Expert (Globally) 
-LinkedIn expert (Recruiter and Job hunting). 
-Employer Branding (Internal and External). 
-Organization structure and re-structure. 
-Salary Benchmark projects. -Events Planning . 
-Internal communication and projects planning. 
-Soft Skills training sessions and workshops. 
-Enhancing the company's Organizational Behavior through training sessions and Internal Branding. 
-Online Marketing: Setting Social Media Strategy, Content Creation, online campaigns Planning. -Online Branding Assessment (Website, FB, Instagram and LinkedIn)

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